The way businesses in the industrial sector approach hiring new employees has changed. Companies can no longer rely on posting a job ad and sitting back to wait for resumes to flood in. With unemployment rates at an all-time low after the advent of the Great Resignation, the best candidates are already employed. So how do you locate the best talent, and what are the best-recruiting tools? Internal recruitment, agency software, HR recruitment software, and recruitment service providers are just a few of the options available to you.

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How has the COVID-19 pandemic changed the hiring process for the industrial sector? Many industrial businesses were forced to downsize because of the uncertainty at the beginning of the pandemic. That meant that they lost some of their top talent.

The good news is that businesses are starting to rebound and are now looking to hire again. The problem is that the process has changed. The traditional recruiting methods no longer work because the most qualified candidates are already employed.

To complicate things, the pandemic has made it difficult for employers to conduct in-person interviews. With social distancing guidelines in place, it's often not ideal for bringing candidates in for face-to-face meetings. So how do you effectively hire during the new normal?

And before you can commence recruiting, you need to know what type of employee would be the best fit for your business. What are your needs? What are your goals?

When creating a job posting, include the specific skills and qualities that you are looking for in a new hire. This will help attract candidates who are the best match for the position. It's also important to consider your company culture. What type of person would be a good fit for your team?

Cast a Wide Net for Potential Job Candidates and Screen Candidates Thoroughly
The best candidates are not always the ones who are actively looking for a new job. Most of the time, they are already employed. To find the best talent, you need to cast a wide net and use multiple channels to include those passive candidates. In addition to job boards, consider using social media platforms and in-house recruiters.

The traditional recruiting methods no longer work because the most qualified candidates are already employed. One of the best ways to discover qualified candidates is through referrals. They are a great way to find qualified candidates who might not be actively looking for a new job. Ask your contacts and networks if they know anyone who would be a good fit for the position. You can also offer referral incentives to encourage your employees to help you find the best talent.

Just because you can't meet candidates in person doesn't mean you should skip the screening process. It's even more important to screen candidates thoroughly when you can't meet them in person. Start by conducting phone interviews to get a better sense of each candidate. Then, check their references to ensure they are qualified for the position.

Offer Competitive Salaries and Benefits and a Smooth Onboarding Process
To attract superior talent, you need to be prepared to offer a competitive salary and benefits package. In the new normal, job-seekers are looking for more than just a competitive salary. They are also looking for benefits, such as health insurance and paid time off. You may also want to consider offering flexible work arrangements, such as the ability to work from home.

The onboarding process can feel overwhelming for new employees. To make things easier for them, make sure to provide a detailed orientation and plenty of resources to help them get up to speed. In addition, be prepared to answer any questions they may have about the company and their job duties.

Tools for Hiring Managers
Hiring managers often get bogged down with candidate relationship management and posting on multiple job boards. Using the tools below can make the process easier and more effective. In the new normal, job-seekers are looking for more than just a competitive salary.

• Internal recruitment — This should be an integral part of your talent management system. This is because it is a great way to find the right candidates who are already familiar with your company and culture. It also heightens employee engagement and lengthens the entire employee lifecycle.
• Agency software — Agency software is a type of HR software that helps staffing agencies and HR professionals automate their recruitment processes. Features include help with job boards, an applicant tracking system, candidate management, and managing job postings.
• Recruitment service providers — These service providers can help you find the best candidates for your open positions. They have access to an extensive database of qualified candidates and can help you find the perfect fit for your company culture and values. They can also provide guidance on the latest trends in recruiting, such as sourcing passive candidates.
• HR recruitment software — This software helps you manage the recruitment process. Many types of HR software use artificial intelligence (AI) and machine learning to streamline the hiring process and reduce the administrative load for hiring managers. This include features like an applicant tracking system, interview scheduling, and simultaneous posting on various job boards.